HR Report: Unit 35 - Developing Individuals, Team, and Organisation

This report delves into the core competencies required for effective teamwork and organizational success. It begins by assessing the essential knowledge, skills, and behaviors needed by HR professionals, emphasizing the importance of communication, empathy, and leadership. The report then pr...Read More

Unit 35: Developing
Individuals, Team and
Organisation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Employee knowledge, skills and behaviours required by HR professionals...............................3
Learning and development culture within company...................................................................5
Significance of continuous learning and professional development...........................................6
High performance working (HPW) contributes to employee’s engagement and competitive
advantage.....................................................................................................................................7
Different approaches to performance management...................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Teams and individuals in the organisation need to pertain to certain core competencies in
order to work efficiently for meeting business objectives. This report will highlight assessment of
employee knowledge, skills and behaviours needed by HR professionals through development of
PDP for a project manager and evaluation of all factors for implementing inclusive learning and
development for driving sustainable business productivity. Also, the report will highlight
application of knowledge for high performance working in order to enhance competitive
advantage and employee engagement. Apart from this, the different ways that are implemented
for performance management, productive and collaborative work performance and better
communication that support a high-performance environment, commitment and culture will be
elaborated.
MAIN BODY
Employee knowledge, skills and behaviours required by HR professionals
Knowledge, behaviour and skills are highly important in workplaces, especially during
the process of recruitment and selection because theses areas define the competency of a person
and how productively one can work. The combination of skills, behaviour and knowledge
impacts on how the individual would act in certain situation, carry forward a task, interact in
different environment and affect the outcomes of individual and organisational objectives. The
HR professionals need to possess certain skills, knowledge and behavioural competencies that
are needed in the workplace, such as speaking ability, reading people, trait of being the empathy,
communications and listening (Shamim, Cang and Yu, 2019). They also need to be well versed
in the areas involving relationship management, consultation, critical evaluation, cultural and
global effectiveness, HR expertise, leadership and navigation. The skills of public speaking are
significant due to the periodical requirement to motivate and guide other employees and give
presentations in workplaces. The ability of reading people through body language, attitude and
personality is also important to understand and deal with people. Empathy is a much-needed
behaviour and trait which helps the HR professional in dealing with nuances of any situation, and
have the ability to see broader perspectives and connecting with people to make effective
decisions. The listening and communication skills deem to be the most important in case of HR
professionals as they have to talk and understand different employees, their needs, issues,
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problems and is also used for various functions of HR such as recruitment and selection, training
and development, onboarding, mentoring etc. Along with the ability to listen and understand
people, HR professional should possess the trait to lead and navigate as these skills are directly
associated with company outcomes liked organisational commitment and job satisfaction.
Relationship management is important due to the ability of HR professional in maintaining a
productive interpersonal relationship and assist others in doing the same. Positive formal
relationships are highly important in the workplace and this automatically improves the
productivity of the teamwork in the company (Matošková, Bartók and Tomancová, 2020).
Personal skills audit and Personal development plan for the job role of a project manager
For the job role of a project manager, there are certain employability skills are needed to
undertake certain responsibilities which involve planning, directing, organising, communicating,
scheduling work and meeting deadlines. In such cases, the project manager needs to improve in
many areas, learn skills, adopt behaviours and gain knowledge regarding the job role by
evaluating the existing competencies through a skills audit (Englund and Bucero, 2019). Skills
audit is the process of measurement and recording of the level of skills for individuals. The
primary aim for conducting a skills audit is determination of knowledge, kills that the person
currently possess, assessing the skill gap in arrange of skills and finding out which needs to be
developed for increasing personal effectiveness. There are various skills that a person needs to
adopt for being an efficient project manager such as time efficient, problem solving,
communication, leadership, multilingual, public speaking and should possess behaviours of
empathy, honesty, integrity, helpful, etc. The primary knowledge that a project manager needs
to possess are cost management, Knowledge of various technicalities like agile scheduling,
negotiation, IT skills, data analysis, risk management and critical thinking (Breslin, 2017). A
skills audit and personal development plan is given below:
Skills Current
Rating
(1 to 5)
Steps for Improvement Resources
needed
Time management
skills
3 Increasing the ability to delegate tasks to other subordinates,
classifying all activities on the basis of importance and
urgency, creating schedules, developing the habit to reduce
Scheduling
software,
Gantt charts,
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procrastination, prioritisation of urgent work, increasing the
ability to deal with stress, starting all tasks at the earliest,
avoiding multitasking etc.
calendars,
evaluation
sheet etc.
Problem solving skills 2 To develop the ability to focus on the solution, broadening of
perspective, gaining more knowledge about the problem,
evaluation of alternatives, research skills, active listening,
agreeing on a process, contingencies and evaluation (Lejeune,
Beausaert and Raemdonck, 2018).
-
Communication 4 Developing the ability to listen more and observing thing
before speaking, developing cross cultural awareness and
knowledge about the person and audience, increasing
knowledge of the subject, improving body language, writing
things down, being clear and brief in delivering messages,
paying attention, deferring judgements, provision and taking
of feedback.
Taking
periodical
feedbacks,
debate clubs,
language
classes.
Learning a new
language
1 To learn a lew language, it is important to clarify the goals
and outcomes of the learning process, using language classes,
online training, learning right words, begin smartly, practice
by speaking and application, evaluation and tests, learning
about culture (Breslin, 2017).
Internet,
language
classes
practice
books
Learning and development culture within company
Difference between organization learning and individuals learning
Attributes Individual learning Organizational learning
Resources In the case of individual learning,
resources are limited in nature.
Individuals can lack with the
resources.
While organizational learning
contains wide number of quality
resources through which
employees can learn new skills
and activities. Resources are
available in wide range as
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compared individuals learning.
Proper guidance Individuals conducts all planning for
learning in the context of individuals
learning (Murali, 2019). Guidance is
one of the essential parts in
individuals learning program but in
the case of individuals learning,
guidance is not much effective as
organizational learning. There has
limited resources that is another
reason of restricting quality of
guidance in the context of individual
learning.
In the context of organizational
learning, resources are
effectively available in the
company through which
learners can follow quality of
guidance. Guidance is more
systematic in the case of
organizational learning rather
then individuals learning.
Learning cost Learning cost is one of the major
reasons in the case of individual
learning because it is not compulsory
that learning costs for different
sessions are equal.
Organizational learning costs
are more expensive rather than
individuals learning. The reason
behind is that in this learning
program, number of learners
involves which increases the
learning costs in the company
(Dumitru and Schoop, 2016).
Significance of continuous learning and professional development
Continuous learning refers as a constant process of learning and acquiring abilities and
skills. There are some points that are supported to illustrate significance of continuous and
professional development.
 Continuous development
Ongoing learning supports learners to develop their skills which ultimately influence their
professional identity. Continuous development includes ongoing growth of skills and capabilities
in learners. It gives lots of opportunity to the learner to grow own potential and personality on a
constant basis. Ongoing learning process leads professional development in learners.
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 Improve growth potential
It is another benefit of continuous learning such as it influences the growth potentials of the
individuals. Growth has directly associated with the set of skills and abilities of a learner (Odor,
2018). Ongoing learning activities continuously develop the capabilities and skills of the learner
which gives effective growth as well as development opportunities to all individuals.
 Improve skills
Ongoing learning and professional development develop a set of skills in all individuals who
actually wants to become good learners. This aspect involves individuals to work constantly in
increasing skills and abilities of the learners. Improvement in skills is a key aspect that develops
and grow learners as a competent and multitasker learner. This approach influence individuals to
work over available skills constantly.
 Costly methods
Continuous learning and professional development approaches are quite expensive and time-
consuming methods as it involves in extra expenditure of financial resources. To improve skills
and capabilities constantly, learners requires to invest money at constant basis.
From the above-mentioned points, it has summarized critical analysis over the ongoing learning
process. Importance of ongoing learning and professional development has evaluated above. It
can be understood that organization must practice this approach in the business because when
company enables it’s each employee to grow own skills set constantly that automatically
enhance their working performance in the workplace (Tews, Michel and Noe, 2017). In addition,
company never have to face employee resistance because continuous learning approach already
prepares them to deal all different situation independently. This approach improves commitment
ability of individuals in the company which directly brings sustainable business performance in
it’s sector. Thus, company gets lots of benefits from the continuous learning and professional
development process.
High performance working (HPW) contributes to employee’s engagement and competitive
advantage
There are lots of element of high performance working that supports in active
contribution of learners towards accomplishment of organization’s aims and objectives. Different
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factors of HPW that supports in effective engagement of individuals and supports organization to
achieve competitive advantage within a particular industry are as mentioned below in following
manner:
 Decision-making ability of individuals
Managers of Tesco plc gives values to different individuals by encouraging them to share their
views and ideas so that higher performance can be achieved and stakeholders i.e. employees
need can be fulfilled. The managers of Tesco plc give opportunities to the individual to take
different and important decisions (Noe and et.al., 2017). Thus, managers develop feeling of
belongingness among existing staff to work hard for the achievement of desired goals.
 Training for employees
Training and development program is another effective element of high performance working
that supports in improving knowledge and skills of employees to perform different activities and
functions. Training supports individuals to give best performance in the company by performing
different functions as well as activities effectively as they can achieve confidence after
participating in seminars thus, this element contributes their best to achieve desired results.
 Incentive perceptive
It is another method that practices by managers of Tesco to enhance employee engagement so
that organization can receive profitable outcomes. The reason behind is that, there are most of
the employees who works to earn a specific amount of incentives (Peedikayil and Manthiri,
2018). Attractive salary and special amount compensation offer by the management at Tesco to
the employees that supports in motivating individuals to give their best for achieving of projected
objectives.
 Technology
There are four important elements of HPW that states individuals needs to be offer different
technologies and resources so that they can perform excellent role while dealing with different
business functions.
High performance workforce supports company to create positive work culture and
enhances the communication level in the company effectively. Tesco will be more effective in
taking decisions due to highly skilled staff who posses’ needed skills and knowledge in order to
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enhance customer engagement tactics effectively. Highly skilled and competent workforce also
participates in all business functional activities actively (Jyoti and Rani, 2017). Thus, this
element also supports the organization to create innovative culture and improves the performance
to compete in the business market and sales more properties to company’s customers in effective
manner. High performance staff also supports to enhance motivation in the business and
enhances employee’s retention by encouraging them to become loyal in the workplace. Thus, it
supports organizations to decline the cost of training and development of new joiners. Tesco is
also enabled to follow effective change management policies in the company in order to enhance
the quality of working environment and gains all proposed objectives in effective manner with
the support of high-performance working, all the staff are efficient and this also decline conflicts
in the company and helps he organization to enhance market share. Skilled workforce is also
quite effective in enhancing customer’s satisfaction by offering detailed information about the
organization’s vision and specification of the product after selling services which supports
customers in enhancing awareness and compare it with it’s competent. High performance
working supports to decrease the work pressure and stress in the company as the working
efficiency of each employee is enhanced and as supports in manage number of clients in the
business market precisely. While employees have potential to implement competitors’ strategies
to benefit the organization. It also declines the cost of marketing and enhances ratio of profit
margins in effective manner. High performance working gives competitive advantage to the
Tesco as individuals uses the available resources in order to enhance business performance to
gain goals and objectives faster.
 Benefits of HPW
The employees in Tesco plc are going to get great motivation when the management uses this
performance management approach in the company and this approach is going to be more
advantageous for the company as well. There are various objectives which are available in the
company and that needs to be gained (Singh and et.al., 2016). With the high-performance
working, there is going to be demonstrated commitment in all the staff of the company which is
going to support the company to gain it’s all projected objectives and maintains economical
infrastructure in the retail sector. The quality of services and the management at the Tesco is
going to be well maintained in the business so that company can have better functioning in the
business market.
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Different approaches to performance management
There are lots of approaches which the company can use for enhancing performance level
in the business so that Tesco can have better functioning in it’s busines market. The employee
are being rewarded regularly and provides an opportunity in the business so that they can give
best performance constantly in the business which is why Tesco has held 48.01% market share in
the month of May 2020.
 Collaborative Working
There is a sophisticated collaborative working in the company which is one of the great
advantages for the functioning of the business excellently in the market. If the company has plan
to expand it’s business into multiple countries as well as become internationally known then
company requires to have great teamwork then it gain all proposed goals and objectives time to
time. As same, In Tesco, there has good team work which is why it has enabled to expand it’s
business at international level and achieves it’s all proposed goals and objectives within
timeframe. Culture is also well maintained in the Tesco and there has a high commitment of the
workforce as well. It denotes that HR management at Tesco has maintained good work culture
which stays motivated workforce in the business to give best performance workplace which
yields profitable outcomes for the company (Puķīte and Geipele, 2017). However, collaborative
working also gives high contribution in improving culture and functioning of the business which
is one of the important factors. This approach also supports in improving understanding level
among staff which can make the company to have skilled staff because there will be highly
exchanged of knowledge which would exist in the business.
 Rewards
Rewards are offered to the staff of Tesco because they are putting their more efforts in the
company so that number of customers can be satisfied and it can establish large customer base.
The employee is offering products to the customers with the best quality services that is one of
the great factors for the company to continue working in the business market. Tesco has also
observed that when the employees are rewarded by the management then they tend to work more
harder in the workplace so that they can get more financial benefits (Cappelli and Tavis, 2016).
There are several part time workers who wants to earn the maximum commercial benefits but
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due to lack of time they unable to gain. But company provides opportunity to such employee to
gain more benefits based on the scheme like if a employee gets more customers in the company
then they can earn more except their usual salary. While employees who are working for the
personal gain and charity, only those are not allowed in the company for working purpose
because there can be a negative impact on the functioning of the business which actually has to
be maintained. The management of Tesco has to make the decision as per the company’s
situation so that it can have better functioning in the retail market.
 Focus on Culture
Tesco also focuses on the cultural values that enhance the performance of the staff. it is very
crucial for the company to achieve higher profit margin and enhances the quality of product and
services to increase level of customer’s satisfaction in effective manner. Cultural value supports
the company to influence perceived value of the brand among customers to achieve higher profit
margin precisely. Tesco needs to focus on the knowledge and skills of the employees who have
positive behaviour in gaining proposed objectives of the business. This also supports to enhance
performance of the company to create effective communication channel externally and
internally.
CONCLUSION
It can be concluded from the above report that employee skills, knowledge and behaviour
are highly important for an organisation for various job roles in order to gain better productivity,
collaboration, team work and management. The job role of a project manager was chosen and
relevant skills were determined to being time efficient, problem solving, communication,
leadership, multilingual, public speaking and should possess behaviours of empathy, a skills
audit was conducted and PDP was developed. Differences between individual and organisational
learning was evaluated through learning cost, guidance and resources. Continuous learning was
described as a constant process of learning and acquiring abilities and skills and its importance
was illustrated. Factors of HPW that supports in effective engagement of individuals and
supports organization was elaborated along with the different approaches to performance
management.
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REFERENCES
Books and Journals
Breslin, H., 2017. Wittier, cleverer and more ambitious: Moving beyond a standardised approach
to skills audit exercises. Spark: UAL Creative Teaching and Learning Journal, 2(1),
pp.15-27.
Cappelli, P. and Tavis, A., 2016. The performance management revolution. Harvard Business
Review, 94(10), pp.58-67.
Dumitru, C.D. and Schoop, M.A., 2016. How does trust in teams, team identification, and
organisational identification impact trust in organisations? International journal of
management and applied research, 3(2), pp.87-97.
Englund, R. and Bucero, A., 2019. The complete project manager: Integrating people,
organizational, and technical skills. Berrett-Koehler Publishers.
Jyoti, J. and Rani, A., 2017. High performance work system and organisational performance:
Role of knowledge management. Personnel Review.
Lejeune, C., Beausaert, S. and Raemdonck, I., 2018. The impact on employees’ job performance
of exercising self-directed learning within personal development plan practice. The
International Journal of Human Resource Management, pp.1-27.
Matošková, J., Bartók, O. and Tomancová, L., 2020. The relation between employee
characteristics and knowledge sharing. VINE Journal of Information and Knowledge
Management Systems.
Murali, N., 2019. HRD: PROCESS OF DEVELOPING HUMAN RESORUCES IN
INDUSTRIAL AND SERVCE ORGANISATIONS. Editorial Board, 8(5), p.95.
Noe, R.A and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Odor, H.O., 2018. A literature review on organizational learning and learning
organizations. International Journal of Economics & Management Sciences, 7(1), pp.1-6.
Peedikayil, S.K. and Manthiri, A.A., 2018. Examining the effect of organizational culture on
high-performance work system. International Journal of Advanced Research in
Management and Social Sciences, 7(2), pp.6-15.
Puķīte, I. and Geipele, I., 2017. Different approaches to building management and maintenance
meaning explanation. Procedia Engineering, 172, pp.905-912.
Shamim, S., Cang, S. and Yu, H., 2019. Impact of knowledge oriented leadership on knowledge
management behaviour through employee work attitudes. The International Journal of
Human Resource Management, 30(16), pp.2387-2417.
Singh, S.K and et.al., 2016. Competing through employee engagement: a proposed
framework. International Journal of Productivity and Performance Management.
Tews, M.J., Michel, J.W. and Noe, R.A., 2017. Does fun promote learning? The relationship
between fun in the workplace and informal learning. Journal of Vocational Behavior, 98,
pp.46-55.
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